attitude, responsibility, business, corporate social responsibility, gender, business education, socialization, Finland,

corporate ethical virtues, ethical culture, ethical strain, managerial work, occupational well-being,

In this article we present a qualitative study of spousal support for the careers of women managers. The research material consists of the narratives of 25 women managers in Finland.The study has two main implications. Firstly, unlike previous studies, we use a narrative approach to demonstrate that a woman manager's career and spousal support are experienced as ambiguous and evolving over the career. The support was constructed by the women managers as flourishing, irrelevant, deficient or inconsistent. Secondly, to increase our knowledge about gender relations, we combine discussion of the topic with gender order analysis and suggest that gender order is critical for an understanding of the nature of spousal support. We conclude that a male spouse who is willing to break the traditional gender order and provide his wife with various forms of support is often constructed as having a positive influence on the career of his woman manager wife. The study calls attention to families as sites of doing gender.

This article focuses on exerting influence in leadership, namely manipulation in storytelling. Manipulation is usually considered an unethical approach to leadership. We will argue that manipulation is a more complex phenomenon than just an unethical way of acting in leadership. We will demonstrate through an empirical qualitative study that there are various types of manipulation through storytelling. This article makes a contribution to the literature on manipulation through leadership storytelling, offering a more s y s t e m a t i c e m p i r i c a l a n a l y s i s a n d a m o r e n u a n c e d v i e w o f t h e t o p i c t h a n previously existed by outlining how managers engage in manipulative storytelling and what kind of ethics they link to their manipulation in leadership.Four types of manipulation in storytelling are identified in the study: humorous, pseudo-participative, seductive and pseudo-empathetic. From an ethical perspective we will show that manipulation is not always self-evidently reprehensible. We will conclude that the dominant ethical justification for manipulation stems from its consequences.

Purpose: The purpose of this article is to examine the relationship between the ethical culture of organisations and organisational innovativeness. Methodology:A quantitative empirical analysis was conducted on the basis of a survey of 147 respondents within the public sector in Finland. A multivariate linear regression analysis was done to examine how the ethical culture of organisations is related to organisational innovativeness.Findings: A positive link was found in the ethical culture of an organisation and organisational innovativeness: ethical culture was important to behavioural, strategic and process innovativeness.Within the ethical culture of an organisation, the dimension of the congruency of management in particular had an important role in organisational innovativeness. Research limitations/implications:The data was collected from the public sector, and therefore, future studies from the private sector organisations are needed. The results lend support to previous research arguments for the positive effect of an ethical organisational culture on organisational outcomes, particularly the organisational innovativeness described in this article. Practical implications:It is suggested that congruency of management, discussability and supportability are the organisational virtues which can most effectively enhance organisational innovativeness, specifically behavioural, strategic and process innovativeness in practice. Originality/value:The research paper provides empirical evidence on the interrelation between the ethical culture of organisations and organisational innovativeness, evidence which is scarce in existing literature on organisational innovativeness. Thus, the paper helps fill this gap in the literature in the field.

Funding information Academy of FinlandThis study focuses on the effects of socially responsible human resource management (SR-HRM) practices on female employees' turnover intentions and the moderating effect of supervisor gender on this relationship. With a sample of 212 female employees from eight different industries in Finland, the results indicate that SR-HRM practices promoting equal career opportunities and work-family integration play a significant role in reducing women's turnover intentions. The study adds to the academic discourse of corporate social responsibility by highlighting the impact of the organizational-level HRM determinants on the individual-level outcome. In addition, supervisor gender makes a difference in the studied relationship: female supervisors have a stronger and more significant impact on the relationship than male supervisors. Our findings suggest that organizational measures which support work-family integration should be taken seriously to decrease female employees' turnover intentions. Male supervisors could adopt some gender-incongruent leadership behaviors, such as individualized emotional concern and caring when dealing with female employees. In the future, other gender combinations in the supervisor-employee relationship would merit research.

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PurposeThis paper aims to examine the role of the spouse, specifically the husband, for the woman manager's career by focusing on the gender role construction between spouses, and the relationship of these roles to the woman's career.Design/methodology/approachThe topic was investigated within a Finnish context by analyzing the narratives of 29 female managers. A common feature among the women was their managerial position and extensive work experience. All the women had or had had one or more spouses in the course of their careers, and all but one were mothers, mostly of teenage or adult children.FindingsA typology distinguishing five types of spouses was constructed: determining, supporting, instrumental, flexible, and counterproductive. The results suggest that fluidity in gender roles between spouses is associated with the woman manager's sense of success and satisfaction in her career compared with more conventional gender role construction. It seems that traditional gender roles between spouses can be one reason for women's difficulties in attaining (top) managerial positions in Finland.Originality/valueThe study contributes to the prior literature concerning the work‐family relationship by extending research into an area so far overlooked: namely, the role of the spouse in relation to the woman manager's career. The study calls into question the straightforward and unequivocal view of the family – so typical in discussions about work‐family issues – by showing the many different meanings that women managers attach to one of the family members.